scholarly journals HPWSs and employee performance in KIBS companies: a mediating–moderating analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Agnieszka Wojtczuk-Turek ◽  
Dariusz Turek
Keyword(s):  
Self Efficacy ◽  
High Performance ◽  
Affective Commitment ◽  
Employee Performance ◽  
Knowledge Workers ◽  
Computer Assisted ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Mechanisms ◽  
Counterproductive Behaviours

PurposeThe purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by employees. Using the ability, motivation and opportunities (AMO) theoretical framework, the authors described how an HPWS influences employee behaviours. The authors suggest that HPWSs could increase productive work behaviour and decrease counterproductive behaviours by mediating employees' affective commitment and moderating their self-efficacy.Design/methodology/approachThis study is based on data from 563 questionnaires, which were completed using the computer-assisted telephone interview method. The respondents were knowledge workers, representing companies of various sizes in the Knowledge-Intensive Business Service (KIBS) sector in Poland. Statistical verification of the mediation and moderation analyses was conducted with macro PROCESS (ver. 3.3).FindingsThis research confirmed a significant statistical relationship between all examined variables. It has been shown that HPWSs influence productive and counterproductive behaviours both directly and indirectly through mediation of affective commitment. The statistical analysis also confirmed the study’s hypothesis that self-efficacy moderates relationships between an HPWS and employee behaviours.Research limitations/implicationsThis study has two limitations: its cross-sectional design and the use of self-reported questionnaire data.Originality/valueThis study is the first to explore mediating mechanisms between HPWSs and employee performance in the context of the KIBS companies in Poland. The results indicate that HPWSs are important antecedents of productive and counterproductive behaviours among knowledge workers.

scholarly journals Independent professionals and the potential for HRM innovation

2017 ◽  
Vol 46 (7) ◽  
pp. 1414-1433 ◽  
Author(s):  
Tui McKeown ◽  
Robyn Cochrane
Keyword(s):  
Organizational Performance ◽  
Organizational Support ◽  
High Performance ◽  
Affective Commitment ◽  
Management Practices ◽  
Vital Role ◽  
Online Questionnaire ◽  
Cross Sectional ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to examine “black box” links between HRM innovations and organizational performance by investigating the perspective of a workforce often excluded from the HR realm. Professional Independent Contractors (IPros) play a vital role in achieving workforce flexibility and innovation. While the use of such arrangements has been examined often using a compliance-oriented lens, the authors explore the value of adding a commitment aspect. Design/methodology/approach In total, 375 IPros working in Australian organizations completed an online questionnaire distributed by a national business support services provider. Findings Results show organizational support significantly predicted work engagement and affective commitment. Self-efficacy, age and gender were also significant predictors. Research limitations/implications The cross-sectional nature of this study and reliance on self-reported data limit the reliability of the findings. In addition, the findings may be specific to the Australian labor market. Practical implications The study present the views of a difficult to reach population and the findings suggest by adopting an innovative hybrid commitment-compliance HR configuration, practitioners may positively increase desirable contractor outcomes. Social implications Concerns that organizational imperatives for efficiency, quality and high performance will be compromised by considering the human side of non-employee work arrangements are not supported. Indeed, as previously outlined, much of the concern with the employee/non-employee dichotomy is legally based and an artefact of a system of labor law that in many settings has failed to move with the times. Originality/value Few investigations of the impact of high commitment HRM practices have incorporated the perspective of professional, non-employees. While IPros are recipients of compliance focused contractor management practices, carefully integrated commitment-based HRM aspects have the potential to deliver positive outcomes for both individuals and organizations.

Do employee responses to organizational support depend on their personality? The joint moderating role of conscientiousness and emotional stability

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Greg J. Sears ◽  
Yu Han
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Organizational Support ◽  
Affective Commitment ◽  
Employee Performance ◽  
Self Regulation ◽  
Employee Commitment ◽  
Emotional Stability ◽  
Content Type ◽  
Positive Effects

PurposeThis study explored whether two Big Five traits – conscientiousness and emotional stability – jointly moderate the positive effects of perceived organizational support (POS) on employee commitment and job performance. Drawing on organizational support theory and a self-regulation perspective, we proposed that employees high on both traits will more effectively leverage POS to enhance both their commitment and their performance.Design/methodology/approachData were collected from 141 employees in a multinational transportation security firm. Employees completed measures assessing their POS, personality and affective commitment. Supervisors provided ratings of employees' job performance.FindingsResults indicated that POS exerts a stronger influence on both employee commitment and performance when workers are high on conscientiousness and emotional stability. Moreover, POS was only found to be significantly associated with job performance when employees were high on both traits.Research limitations/implicationsThese results suggest that personality traits play an integral role in influencing workers' perceptions of, and responses to, POS. Specifically, employees who demonstrate a stronger task focus and self-regulation capabilities appear to respond more favorably to POS.Practical implicationsThese findings reinforce the value of implementing HR practices that convey support for employees but also highlight the importance of attracting and retaining employees who are conscientious and emotional stable in order to fully realize the benefits of these practices.Originality/valueRecent evidence indicates that the relationship between POS and employee performance is tenuous. Our results are consistent with a contingency perspective on POS and signal that this may be partly owing to the `influence of individual differences, such as personality traits, in moderating the effects of POS.

scholarly journals Media and sustainable apparel buying intention

2017 ◽  
Vol 21 (4) ◽  
pp. 483-498 ◽  
Author(s):  
Orpha de Lenne ◽  
Laura Vandenbosch
Keyword(s):  
Social Media ◽  
Young Adults ◽  
Self Efficacy ◽  
Efficacy Beliefs ◽  
Survey Study ◽  
Media Content ◽  
Actual Behavior ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Content Type

Purpose Using the theory of planned behavior, the purpose of this paper is to examine the relationships between different types of media and the intention to buy sustainable apparel and test whether attitudes, social norms, and self-efficacy beliefs may explain these relationships. Design/methodology/approach A cross-sectional survey study was conducted among 681 young adults (18-26 years old). Findings Exposure to social media content of sustainable organizations, eco-activists, and sustainable apparel brands, and social media content of fashion bloggers and fast fashion brands predicted respondents’ attitudes, descriptive and subjective norms, and self-efficacy beliefs regarding buying sustainable apparel. In turn, attitudes, descriptive norms, and self-efficacy beliefs predicted the intention to buy sustainable apparel. Fashion magazines predicted the intention through self-efficacy. Specialized magazines did not predict the intention to buy sustainable apparel. Research limitations/implications Results should be generalized with caution as the current study relied on a convenience sample of young adults. The cross-sectional study design limits the ability to draw conclusions regarding causality. Actual behavior was not addressed and needs to be included in further research. Practical implications The present study hints at the importance of social media to affect young consumers’ intentions to buy sustainable apparel. Sustainable apparel brands should consider attracting more young social media users to their social media pages. Originality/value This study is one of the first to examine the potential of different media to promote sustainable apparel buying intention.

scholarly journals Trajectory classes of job performance

2015 ◽  
Vol 20 (4) ◽  
pp. 424-442 ◽  
Author(s):  
Mariella Miraglia ◽  
Guido Alessandri ◽  
Laura Borgogni
Keyword(s):  
Individual Differences ◽  
Job Performance ◽  
Self Efficacy ◽  
High Performance ◽  
Organizational Transformation ◽  
Growth Mixture Modeling ◽  
Content Type ◽  
Stable Class ◽  
Supervisory Ratings ◽  
Over Time

Purpose – Previous literature has recognized the variability of job performance, calling attention to the inter-individual differences in performance change. Building on Murphy’s (1989) theoretical model of performance, the purpose of this paper is to verify the existence of two distinct classes of performance, reflecting stable and increasing trends, and to investigate which personal conditions prompt the inclusion of individuals in one class rather than the other. Design/methodology/approach – Overall job performance was obtained from supervisory ratings for four consecutive years for 410 professionals of a large Italian company going through significant reorganization. Objective data were merged with employees’ organizational tenure and self-efficacy. Growth Mixture Modeling was used. Findings – Two main groups were identified: the first one started at higher levels of performance and showed a stable trajectory over time (stable class); the second group started at lower levels and reported an increasing trajectory (increasing class). Employees’ with stronger efficacy beliefs and lower tenure were more likely to belong to the stable class. Originality/value – Through a powerful longitudinal database, the nature, the structure and the inter-individual differences in job performance over time are clarified. The study extends Murphy’s (1989) model, showing how transition stages in job performance may occur also as a result of organizational transformation. Moreover, it demonstrates the essential role of self-efficacy in maintaining high performance levels over time.

Entrepreneurship education, entrepreneurial self-efficacy, need for achievement and entrepreneurial intention among commerce students in Pakistan

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bahadur Ali Soomro ◽  
Naimatullah Shah
Keyword(s):  
Self Efficacy ◽  
Structural Equation ◽  
Quantitative Methods ◽  
Entrepreneurship Education ◽  
Entrepreneurial Intention ◽  
Equation Modeling ◽  
Need For Achievement ◽  
Cross Sectional ◽  
Content Type ◽  
Commerce Students

PurposeThe present study undertook an empirical investigation of entrepreneurship education, self-efficacy, need for achievement and entrepreneurial intention among Pakistan's commerce students.Design/methodology/approachThe authors applied quantitative methods based on cross-sectional data. The commerce students of the different public sector universities are targeted through a random sampling technique. The authors used a survey questionnaire to attain the responses from respondents. Finally, 184 usable cases are utilized to assume the hypothesized paths.FindingsBy applying the structural equation modeling (SEM), the findings of the study demonstrate a significant positive effect of constructs of entrepreneurship education (EE), that is, opportunity recognition (OR) and entrepreneurship knowledge acquisition (EKA) on entrepreneurial self-efficacy (ESE), entrepreneurial intention (EI) and need for achievement (NFA). Besides, ESE and NFA are found to be the robust predictors of EI.Practical implicationsThe findings provide significant guidelines to policy-makers and university authorities for developing useful EE courses to uplift and boost students' skills to face today's considerable business and entrepreneurship challenges. The study also helps to generate eagerness among students in selecting entrepreneurship as a career option.Originality/valueThis study suggests the confirmation of EE's significant role in developing ESE, NFA and EI among commerce students.

Thwarted psychological needs: the negative impact of customer mistreatment on service employees and the moderating role of empowerment HRM practices

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jiuming Chen ◽  
Haiying Kang ◽  
Ying Wang ◽  
Mingjian Zhou
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Negative Impact ◽  
Employee Performance ◽  
Well Being ◽  
Psychological Needs ◽  
Basic Psychological Needs ◽  
Cross Sectional ◽  
Content Type ◽  
Hrm Practices

PurposeDrawing on self-determination theory (SDT), this study aims to understand the adverse effects of customer mistreatment on employee performance and well-being by thwarting the satisfaction of employees' basic psychological needs. It also examines how these negative effects may be mitigated by empowerment human resource management (HRM) practices.Design/methodology/approachTwo studies were conducted using survey data collected in China. In Study 1, cross-sectional data from 321 telemarketing employees were analyzed to examine how customer mistreatment reduces the satisfaction of employees' basic psychological needs, harming job performance and job satisfaction. In Study 2, multiwave, multisource data were collected from 149 property agents and their supervisors to replicate the findings of Study 1 and further test empowerment HRM as a moderator of the relationship between customer mistreatment and satisfaction of needs.FindingsThe results from both studies show that customer mistreatment leads to low job performance and job satisfaction via reduced satisfaction of employees' needs for autonomy and competence but not relatedness. Moreover, the negative effect on the satisfaction of employees' needs for autonomy and competence was buffered when organizations had high empowerment HRM practices in place.Originality/valueThis study provides new insights on customer mistreatment by understanding its effects from a motivational perspective, which has not been considered in prior research. It also explores how HRM practices can help satisfy employee needs in adverse work environments induced by customer mistreatment.

Entrepreneurial leadership and employee innovative behavior: an examination through multiple theoretical lenses

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Amjad Iqbal ◽  
Tahira Nazir ◽  
Muhammad Shakil Ahmad
Keyword(s):  
Self Efficacy ◽  
Affective Commitment ◽  
Psychological Safety ◽  
Equation Modeling ◽  
High Tech ◽  
Entrepreneurial Leadership ◽  
Innovative Behavior ◽  
Content Type ◽  
Creative Self

PurposeThe purpose of this research is to determine the relationship between entrepreneurial leadership and employee innovative behavior and examine mediating role of affective commitment, creative self-efficacy and psychological safety in this relationship.Design/methodology/approachUsing cross-sectional research design, data were collected from 343 employees of information technology (IT) service firms in Pakistan. Partial least squares–structural equation modeling (PLS-SEM) technique was applied to test the proposed research model.FindingsThe findings reveal that entrepreneurial leadership is strongly and positively related to employee innovative behavior. Moreover, affective commitment, creative self-efficacy and psychological safety simultaneously mediate this relationship.Practical implicationsThis study uncovers the important role of entrepreneurial leadership in driving employee innovative behavior in high-tech services industry. Findings of this study suggest that by practicing entrepreneurial behaviors, managers can enhance employees' affective commitment, creative self-efficacy and psychological safety, which invoke employees to demonstrate innovative behavior leading toward improved innovation performance at organizational level.Originality/valueThis research makes novel contribution to entrepreneurial leadership theory by using competing theoretical perspectives and subsequently providing more nuanced picture of the contrasting mechanisms that transmit the impact of entrepreneurial leadership on employee innovative behavior.

Entrepreneurship education intention and entrepreneurial intention amongst disadvantaged students: an empirical study

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Umesh Shrivastava ◽  
Satya Ranjan Acharya
Keyword(s):  
Self Efficacy ◽  
Family Background ◽  
Strong Predictor ◽  
Entrepreneurship Education ◽  
Entrepreneurial Intention ◽  
Disadvantaged Students ◽  
Actual Behavior ◽  
Disadvantaged Community ◽  
Cross Sectional ◽  
Content Type

Purpose Disadvantaged students face social exclusion and undergo a different treatment than mainstream students. This alters their entrepreneurial intention subsequently. This study aims to investigate the factors affecting disadvantaged students’ intention in their willingness to undergo entrepreneurship education as a vocational course. The variables include self-efficacy, need for achievement (nAch) and family background. The paper further examines whether entrepreneurship education intention enhances their entrepreneurial intention. Design/methodology/approach This study uses a deductive quantitative study as the chosen approach as it ensures complete anonymity and hence researcher bias is minimized. The sample consists of the third year, final year and postgraduate first year disadvantaged students from different streams of engineering, economics, arts and commerce. The study was conducted with a total of 319 students completing the questionnaire which used a five-point Likert scale. Findings Using the theory of planned behavior (TPB), the results show that willingness of disadvantaged students to study entrepreneurship as a vocational course is highly driven by their family background followed by self-efficacy and nAch. The results further strengthen the TPB and has implications for educators of entrepreneurship and a possibility of a widening of entrepreneurship education in disadvantaged community. Research limitations/implications The study measured attitudes and willingness with intentions, but not actual behavior as this was a cross-sectional study. Also, repeated observations could not be made and dynamics of change could not be captured. Originality/value This is one of the few studies focused on entrepreneurial intention of students who are socially excluded and therefore it offers a possibility of widening of entrepreneurship education in countries such as India which display a collectivist culture and provides an intention-based linkage to entrepreneurship education among disadvantaged students. This study also puts subjective norm as a strong predictor of intentions which previous studies have refuted. The findings also suggest that there is a strong intent to study entrepreneurship among disadvantaged students in India, which makes entrepreneurship education a seemingly acceptable choice of education and suggests promise for its wider reach and penetration.

High-performance work practices and medical professionals' work outcomes: the mediating effect of perceived organizational support

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammad Rabiul Basher Rubel ◽  
Daisy Mui Hung Kee ◽  
Nadia Newaz Rimi
Keyword(s):  
Organizational Support ◽  
Turnover Intention ◽  
High Performance ◽  
Employee Performance ◽  
Mediating Effect ◽  
Work Outcomes ◽  
Medical Doctors ◽  
Private Hospitals ◽  
Content Type ◽  
High Performance Work Practices

PurposeIn this research, we investigate the effect of high-performance work practices (HPWPs) on medical professionals' work outcomes through the mediating effect of perceived organizational support (POS).Design/methodology/approachThe study analyzes the opinions of 218 medical doctors from private hospitals in Bangladesh, employing Partial Least Square-Structural Equation Modeling (PLS-SEM).FindingsWe find that HPWPs enhance employee performance and POS and minimize turnover intention. POS also has a substantial influence on both employee performance and turnover intention. Moreover, POS finds a significant mediating effect on HPWPs and performance as well as HPWPs and turnover intention relations.Research limitations/implicationsThe current research focuses on medical doctors who are presently working in private hospitals in Bangladesh.Practical implicationsFirst, the hospital would recognize the role of employee perceived HPWPs. Second, they might understand how HPWPs would utilize and maintain employees effectively via POS that might further improve the healthcare industry. Suggestions for future research indicate the models potential to provide optimal workplace environments that can benefit organizations as well as improve employee performance.Originality/valueThe study would provide a unique insight into the higher-order HPWPs system and its effects on the health care organizations in developing country contexts like Bangladesh. This study also extends the research on POS as a mediator between higher-order HPWPs and employee outcomes in the organization.

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